scholarly journals Perceived Racial Discrimination Antecedents of Turnover Intention (Intervened by Job Satisfaction and Organizational Commitment) The Case of Family-based Company “PT.X”

2021 ◽  
Vol 1 ◽  
Author(s):  
Firly Irhamni ◽  
Damar Kristanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Racial Discrimination ◽  
Turnover Intention ◽  
Quantitative Methods ◽  
Turnover Intentions ◽  
Interactive Effects ◽  
Work Related ◽  
Perceived Racial Discrimination ◽  
Family Based

This paper explores the influence of perceived racial discrimination on work-related attitudes (i.e., job satisfaction, organizational commitment, and turnover intention) among employees in a family-based company engage in construction consulting services. The investigation was utilized with quantitative methods and saturated technique was performed by collecting samples from 82 employees. The analysis is conducted with WarpPLS. We examine how workplace racial composition affects employee’s experiences of racial discrimination or how these experiences impact workers organizational commitment and job satisfaction. The analyses indicate that perceived racial discrimination correlates positively on turnover intentions among employees. We also propose that job satisfaction correlates positively on organizational commitment. And in the end, we test job satisfaction and organizational commitment intervene the interactive effects of perceived racial discrimination on turnover intention respectively

scholarly journals The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanki Moon ◽  
Catarina Morais ◽  
Georgina Randsley de Moura ◽  
Ayse K. Uskul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Structure ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Structure Study ◽  
Workplace Deviance ◽  
Content Type ◽  
Deviant Behaviors

Purpose This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach Two studies (N = 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N = 272) manipulated deviant status and organizational structure. Study 2 (N = 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

scholarly journals Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

2020 ◽  
Vol 8 (10) ◽  
pp. 286-316
Author(s):  
Idham Wahyono ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Reality Testing ◽  
Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover

2015 ◽  
Vol 22 (1) ◽  
pp. 113-129 ◽  
Author(s):  
Cynthia Mathieu ◽  
Bruno Fabi ◽  
Richard Lacoursière ◽  
Louis Raymond
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Leadership Behavior ◽  
Well Being ◽  
Supervisor Leadership ◽  
Task Oriented ◽  
Large Enterprises

AbstractFew studies have presented structural turnover models including both job satisfaction and organizational commitment measures. Recent research suggests that perceived supervisor leadership may contribute to employee well-being, job satisfaction and organizational commitment. This study proposes a structural turnover intention model including supervisory behavior (person-oriented and task-oriented dimensions), job satisfaction and organizational commitment. Furthermore, the study proposes to test whether this model fits in both small- and medium-sized enterprises and in large enterprises. The sample included 763 employees from different types of organizations who have completed a measure of their perception of their supervisor’s behavior and self-administrated measures of job satisfaction, organizational commitment and turnover intention. Results show that person-oriented leadership behavior affects turnover intentions through job satisfaction and organizational commitment more than task-oriented leadership behavior. Only organizational commitment had a direct effect in explaining turnover intention. Finally, results indicate that the model is applicable both in small- and medium-sized enterprises and large enterprises.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

scholarly journals Moderating effects of organizational commitment on job satisfaction and turnover intention

2020 ◽  
Vol 2 (4) ◽  
pp. 48-57
Author(s):  
Hassan Wazir ◽  
Inayatullah Jan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Sampling Technique ◽  
Sampling Techniques ◽  
Moderating Effects ◽  
Mediating Role ◽  
The Relationship ◽  
Structured Questionnaire

This study was conducted in Bannu, Karak, Lakki Marwat, and D.I. Khan Districts of Khyber Pakhtunkhwa (KP) Province of Pakistan to investigate the relationship between job satisfaction and turnover intention. The study is based on data collected from Wateen and Multinet Telecom companies. Two staged-sampling technique was used in this study. A total of 140 employees were selected from both companies using equal allocation and stratified random sampling techniques. A structured questionnaire with a five-point Likert scale was used to collect information from respondents. Regression analysis was used to find out the relationship between job satisfaction and turnover intention. The results of the regression model indicated that job satisfaction decreases the chances of turnover. The results also confirmed that organizational commitment plays a key mediating role in improving job satisfaction and reducing turnover intentions. The study recommends that organizations should make efforts to promote job satisfaction to enhance organizational commitment and reduce turnover.

scholarly journals Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting

2016 ◽  
Vol 20 (3) ◽  
Author(s):  
Ingle Larkin ◽  
Laurie Brantley-Dias ◽  
Anissa Lokey-Vega
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Phase I ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Professional Community ◽  
Online Teachers ◽  
For Profit ◽  
K 12

The purpose of this study was to measure and explore factors influencing K-12 online teachers’ job satisfaction, organizational commitment, and turnover intentions. Using Maslow’s Hierarchy of Needs (1954), Herzberg’s Two-Factor Theory of Satisfaction (1959, 1968), Meyer and Allen’s measure of Organizational Commitment (1997), and Fishbein and Ajzen’s Theory of Reasoned Action and Planned Behavior (1975), this mixed-methods study was conducted in public, private, charter, for-profit, and not-for-profit K-12 online schools in a single Southeastern state. The researchers used a sequential explanatory design by collecting and analyzing quantitative data and then qualitative data in two consecutive phases. Phase I included a 74-item survey with responses from 108 participants. Results revealed that K-12 online teachers have a moderate to high level of job satisfaction, which corresponds to their affective commitment to their organization and their intent to remain teaching in the online setting in the immediate, intermediate, and long-term future. Participants identified flexibility, meeting student needs, technical support, and their professional community as the most satisfying aspects of their jobs. Compensation, workload, missing face-to-face interaction with students, and unmotivated students were identified as least satisfying aspects of their work. In Phase II, eight qualitative focus group interviews were conducted and analyzed using constant comparative methods; these findings confirmed and illuminated quantitative results from Phase I. This study informs K-12 online school leaders, policymakers, and researchers of statistically significant variables that influence K-12 online teacher satisfaction, commitment, and retention.

scholarly journals PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI DAN TURNOVER INTENTION

2018 ◽  
Vol 11 (1) ◽  
pp. 51
Author(s):  
Agi Syarif Hidayat
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Quantitative Methods ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
High Turnover ◽  
Marketing Department ◽  
Managerial Implications

<p><em>The high level of employee turnover in the marketing department at PT. Toyamilindo indicates low organizational commitment and high turnover intention. The purpose of this study is to determine the effect of job satisfaction on organizational commitment and turnover intention. Quantitative methods are used in this study. Population is the  employees of marketing department at PT. Toyamilindo with 50 people. Sampling technique used is sampling saturated with the number of samples of 50 people. Data collection technique uses questionnaires and regression analysis. Finding on the research </em><em>results shows that there are positive and significant influence of job satisfaction on organizational commitment and negative and significant influence of job satisfaction on turnover intention, and also the influence of organizational commitment on work satisfaction to turnover intention. The managerial implications of corporate leaders must improve employee work satisfaction, especially in terms of salary.</em></p>

The influence of humor on workplace mentoring and employee attitudes

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Zachary M. Love ◽  
Jennifer L. Bowler ◽  
Mark C. Bowler
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intentions ◽  
Employee Attitudes ◽  
Direct Care ◽  
Care Staff ◽  
Direct Care Staff ◽  
Work Related ◽  
Mentoring Relationship ◽  
Humor Style

Organizations are under continual pressure to cultivate an environment in which employees feel valued and committed, and mentoring provides one channel through which this may be achieved. In particular, the dynamics characterizing the mentoring relationship are of paramount importance. In the current study of 108 direct-care staff at a psychiatric hospital, we investigated the influence of 2 aspects of these dynamics—mentor humor style and the frequency with which humor is used—on protégé satisfaction with the mentoring relationship and on several key work-related outcomes (i. e., organizational commitment, job satisfaction, and turnover intentions). Overall, mentor humor style and frequency were both positively associated with protégés' mentoring satisfaction. Furthermore, mentoring satisfaction favorably influenced protégés' affective organizational commitment and job satisfaction, both of which were inversely related to their turnover intentions. Theoretical and practical implications of these results, along with the role of indirect effects, are discussed.

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